November 15, 2011 London Council for Adult Education
Education & Background Research: Creativity-fostering behaviours Teachers perceptions of their environment Human Ingenuity Research Project Apprenticeship Retention and Completion My Passion: Understanding effective learning & work environments (cognitive and physical)
Exercise Inner work life Positive Emotions Creativity How can we develop and encourage workplace creativity and talent?
Think about one recent event that happened at work and that stands out. Describe it on paper. Note: you will be asked to share this event with a small group, so please don’t describe anything you do not wish to share.
IWL is the dynamic interplay of perceptions, emotions and motivations that individuals experience as they react to and make sense of the events of their workday It is inner because it goes on inside each person It is central to your personal experience, but usually imperceptible to others
In small groups, discuss: Was the event positive, negative, or neutral? What connection does it have to your daily routine? Does it speak to any internal personal qualities, or external environmental factors?
Personal qualities Perceptions (thoughts, cognitions) Emotions (feelings) Motivation (drive)
Environment External/ physical environment (space, materials, locations) Relationships Coworkers, supervisors, the public
Perceptions Emotions Motivation EnvironmentRelationships Individual Performance
When the going gets tough, the tough get going OR You have to love and enjoy what you do in order to make things happen
Creativity is the capacity to harness intellectual and social capital – turning it into novel and appropriate things Fueled by a positive inner work life, good relationships, and a supportive environment Significantly influenced by: Mood Progress
People who are highly creative are able to mould and improve their jobs to fit their own way of doing things If individuals have the opportunity to be creative they report higher levels of job satisfaction Creativity is strongly related to higher self- reports of well-being, which is in turn related to better overall health
Skill variety and challenge Task identity Task significance Autonomy Performance feedback Clear goals Appropriate resources Oldham & Cummings, 1996
Visible Progress Small Wins Breakthroughs Forward Movement Goal Completion Nourishment Respect Encouragement Emotional Support Affiliation
Take into account Inner Work Life Understand your own emotions and the factors that motivate you Celebrate Progress Breakthroughs, new ideas, understandings, goal completion Pay attention to the psychological and physical environment Resources, respect, recognition, support & expertise
Amabile, T., & Kramer, S. (2011) The progress principle: Using small wins to ignite joy, engagement, and creativity at work. Harvard Business Press. Florida, R. (2005) The flight of the creative class: the new global competition for talent. Harper Business, New York. Johnson, S. (2010). Where good ideas come from: The natural history of innovation. New York: Riverhead. Oldham, G. R. & Cummings, A. (1996). Employee creativity: Personal and contextual factors at work. Academy of Management Journal, 39, West, M. & Rickards, T. (1999). Innovation. In M. A. Runco & S. Pritsker (Eds.), Encyclopaedia of creativity (Vol. 2, pp ). San Diego, CA: Academic Press.